AZAK ACADEMY

DB // DEUTSCHE BAHNSTRATEGIC BRIEFING DOCREV 1.0

A4 brochure edition

WORKFORCEPIPELINESYSTEM

Turkey offers a strong workforce potential by combining rail-specific programs with transferable technical domains such as construction, electrical-electronics, machinery, mechatronics, automation, and transportation in one addressable talent pool.

We don’t just source talent; we build the system that makes qualified talent flow.

43.002 Annual potential candidate pool / Rail-specific + transferable technical domains

1.466 Education institution coverage / High school + associate + bachelor levels

POSITIONING // VALUE PROPOSITION

Positioning

[ CRITICAL AREAS TO MANAGE ]

Technical qualification

Certification

Language

Field culture

Safety standard

Operational adaptation

WHY AZAK // DIFFERENTIATED APPROACH

Why Azak?

TAILOR-MADE SOLUTIONS

Recruitment and preparation processes designed specifically for each position and need

END-TO-END SOLUTION

Single-owner management of the full process from candidate search to field placement in Germany

NEEDS-DRIVEN FLEXIBILITY

Channel, timeline, and preparation model shaped together according to DB's requirements

[ CURRENT INFRASTRUCTURE ]

ESTABLISHED CONNECTIONS

Established network with universities, chambers, training institutions, and sector stakeholders in Turkey and Germany

SOFTWARE TOOLS

In-house digital infrastructure for process management, candidate tracking, recognition checks, and reporting

OPERATIONAL EFFICIENCY

A systematic, traceable, and scalable structure instead of manual processes

[ [ OUR AREAS OF EXPERTISE ] ]

Technical workforce transfer and international recruitment
Professional recognition processes (Germany-Turkey)
Structured language training organization

Visa, migration, and relocation processes
Cultural integration and field adaptation preparation

WORKFORCE FLOW ARCHITECTURE

From Talent Pool to Qualified Flow

The 43,002-person potential pool only becomes useful when segmented, qualified, prepared for language/recognition, and moved through the right transition path. This model turns a broad education base into controlled and measurable qualified workforce flow for DB.

CHANNEL	TARGET PROFILE	CORE LOGIC	TRANSITION MODEL
CHANNEL A	Electrical-electronics, civil, and mechatronics engineers	Targeted headhunting and academic direct transition	Academic profession / automatic recognition
CHANNEL B	Rail systems and technical associate degree graduates	Recognition, German, and complementary training	Qualified worker transition
CHANNEL C	Young students who want to pursue Ausbildung	Student sourcing and long-term training	Student / vocational training visa

CHANNEL A

ACADEMIC / HEADHUNTING

Targeted headhunting for engineering candidates classified under academic professions. Electrical-electronics, civil, mechatronics, and similar academic technical profiles are researched according to the position; instead of classic vocational recognition, they are checked against academic transition criteria.

ACADEMIC DIRECT TRANSITION

CHANNEL B

MID-TERM / RECOGNITION + TRAINING

Recognition and complementary training model for rail systems and technical associate degree graduates at technician level. Profiles such as rail systems programs, mechatronics, and construction technology are reviewed file by file in terms of German occupational equivalents and missing training needs.

QUALIFIED WORKFORCE TRANSITION

CHANNEL C

LONG-TERM / AUSBILDUNG

A long-term model based on sourcing students for Ausbildung, not on existing professional recognition or technical qualification. Candidates are not considered ready workers, but student candidates who will receive vocational training in Germany.

SUSTAINABLE TALENT PIPELINE

CHANNEL A

ACADEMIC DIRECT TRANSITION

ACADEMIC / HEADHUNTING

01 Position Analysis
DB's required position, technical criteria, experience expectation, and language level
02 Targeted Candidate Research
Engineering candidates suitable for the position are researched individually in Turkey
03 Pre-Assessment
Academic background, professional experience, motivation, and fit for the position
04 Academic Eligibility Check
Review of diploma and academic qualification against Germany transition criteria
05 German Training
Language training planned according to the current level
06 Professional / European Standards Preparation
Occupational safety, technical standards, and adaptation courses if needed
07 DB Interviews
Suitable candidates are presented to DB for technical and personal assessment
08 Contract, Visa, and Relocation
Employment contract, visa application, and transition process to Germany

Phase

Timeline

Access to Candidates

Interviews

Language training A1-B2

Visa

Relocation

Residency Permit

M1 M4 M7 M10 M13 M16 M19 M22 M25

Access to Candidates

Interviews

Language training A1-B2

Visa

Relocation

Residency Permit

The indicated durations are estimates and may vary depending on occupation group, official processing times, holidays, and the federal state of placement.

CHANNEL B

QUALIFIED WORKFORCE TRANSITION

MID-TERM / RECOGNITION + TRAINING

01 Candidate Profile Definition
Target technical programs, education level, professional background, and DB criteria
02 Candidate Pool Creation
Relevant associate degree and technical program graduates are identified in Turkey
03 Immigration Program Eligibility
Education, documents, age profile, language capacity, and transition potential
04 German Training
Structured training in Turkey up to B1 or B2 level
05 Recognition File Preparation
Diploma, transcript, internship records, professional documents, and application paperwork
06 Recognition Application
Official process for compliance with the relevant German occupational standard
07 Recognition Result Follow-Up
Analysis of full recognition, partial recognition, or additional training needs
08 Immigration and Transition to Germany
The suitable immigration route is defined and the transition process is organized
09 Complementary Trainings
Missing modules from the recognition result are completed in Germany
10 Transition to Full-Time Work
After gaps are closed, transition to full-time work status

Phase

Timeline

Access to Candidates

Interviews

Language training A1-B1

Recognition

Visa

Relocation

Residency Permit

Language Course B2

Vocational Adaptation

M1 M4 M7 M10 M13 M16 M19 M22

Access to Candidates

Interviews

Language training A1-B1

Recognition

Visa

Relocation

Residency Permit

Language Course B2

Vocational Adaptation

The indicated durations are estimates and may vary depending on occupation group, official processing times, holidays, and the federal state of placement.

CHANNEL C

SUSTAINABLE TALENT PIPELINE

LONG-TERM / AUSBILDUNG

01 Student Candidate Profile Definition
Age group, education level, motivation, and learning capacity criteria
02 Candidate Pool Creation
Young candidates suitable for Ausbildung are identified in Turkey
03 Motivation and Fit Assessment
Analysis of education, life, work, and career goals in Germany
04 German Training
Structured training in Turkey and preparation for the required language level
05 Cultural and Vocational Pre-Preparation
Education system, work culture, daily life, and work discipline
06 DB Assessment
Suitable candidates are presented to DB and the selection process is conducted
07 Ausbildung Contract
Vocational training contract for selected candidates
08 Visa Process
Bureaucratic process based on student or vocational training visa logic
09 Transition to Germany and Start
Start of the Ausbildung process within DB
10 Three-Year Ausbildung Process
Completion of theoretical and practical vocational training
11 Transition to Employment
Employment within DB after Ausbildung

Phase

Timeline

Access to Candidates

Interviews

Language training A1-B2

Visa

Relocation

Residency Permit

M1 M4 M7 M10 M13 M16 M19 M22

Access to Candidates

Interviews

Language training A1-B2

Visa

Relocation

Residency Permit

The indicated durations are estimates and may vary depending on occupation group, official processing times, holidays, and the federal state of placement.

04.R

Channel-based risks, mitigations, and success metrics

Risk Map

Channel A Risk Map

Risk Area	Risk Description	Impact	Preventive Measure
Candidate Sourcing Risk	Limited number of engineers fully matching the position	Candidate flow may slow down	Position-based active headhunting and backup candidate list
Position-Fit Risk	The candidate may not fully match DB's technical expectations despite a suitable academic profile	Interview success may decrease	Technical pre-screening and position-based candidate scoring
Language Risk	The candidate's German level may be insufficient for starting work or integration	The process may take longer	Mandatory German training and B1/B2 target tracking
Motivation Risk	The candidate's motivation to relocate to Germany or join DB may weaken during the process	Candidate loss may occur	Motivation and relocation willingness analysis in the first interview
Salary / Expectation Risk	The candidate's salary, location, or position expectations may not match DB's offer	Offer rejection may occur	Expectation management plus salary and location pre-filtering at process start
European Norms / Technical Standard Risk	The candidate may be unfamiliar with German technical norms, occupational safety, or sector standards	Onboarding may slow down	Professional adaptation courses after B1 or after B2 in Germany
Process Loss Risk	High-quality candidates found through headhunting may accept other offers	Loss of qualified candidates	Fast feedback, clear process calendar, and candidate communication tracking

Channel B Risk Map

Risk Area	Risk Description	Impact	Preventive Measure
Recognition Risk	The candidate's education in Turkey may not fully correspond to the German occupational standard	Timeline may extend and additional training may be required	Pre-application occupational and curriculum analysis
Document Risk	Diploma, transcript, internship, work experience, or certificate documents may be incomplete	Application may be delayed or returned	Standard document checklist and quality control
Program-Fit Risk	The candidate's graduation program may not be technically close enough to DB's need	Wrong candidate pool may be formed	Program-based pre-filtering
Language Risk	The candidate may not reach B1/B2 level	Visa, recognition, and training process may be disrupted	Regular language exams and performance tracking
Immigration Eligibility Risk	The candidate may not be eligible for the visa or immigration program	The process may stop	Immigration eligibility check at the start
Partial Recognition Risk	Recognition may result in missing modules or a need for complementary training	Transition to full-time work may be delayed	Training completion plan in Germany
Timeline Uncertainty Risk	Processing times may vary by recognition authority, state, or institution	Planning becomes harder	Process reporting and alternative timing scenarios
Candidate Patience / Continuity Risk	The candidate may lose motivation because of the process length	Drop-out may occur	Regular communication, process tracking, and milestone system
DB-Side Expectation Risk	DB may misjudge when candidates can start full-time work	Operational planning risk	Ready-for-full-work date report for each candidate

Channel C Risk Map

Risk Area	Risk Description	Impact	Preventive Measure
Motivation Risk	The candidate may not realistically assess the duration and difficulty of Ausbildung	Withdrawal may occur during the process	Realistic occupation and life briefing at the start
Language Risk	The candidate may not reach the required German level	Visa and Ausbildung start may be disrupted	Phased language training and regular exams
Adaptation Risk	The candidate may not adapt to life, work culture, and discipline in Germany	Risk of failed or abandoned Ausbildung	Cultural preparation and pre-departure program
Long Duration Risk	Candidates may struggle to commit to a three-year training process	Drop-out risk	Motivation analysis and long-term career narrative
Visa Risk	Documents or requirements for student / vocational training visa may be incomplete	Transition to Germany is delayed	Standard visa file and early document check
Family / Social Pressure Risk	Young candidates may withdraw due to family or social influence	Candidate loss	Family briefing and process transparency
Training Success Risk	The candidate may not adapt to the balance of Berufsschule and practical training	Ausbildung success may decrease	Preparation for the German training system
Financial Adaptation Risk	The candidate may have incorrect expectations about Ausbildung salary and living costs	Loss of motivation	Realistic financial briefing
Internal DB Integration Risk	The candidate may not adapt to corporate culture and work routines	Long-term commitment may decrease	Mentor system and follow-up mechanism

04.K

Channel-based risks, mitigations, and success metrics

KPI Success Metrics

Channel A KPI Success Metrics

KPI Area	Metric	Target / Comment
Candidate Identification	Number of suitable candidates found per position	A sufficient short-list should be built for each position
Short-list Quality	Share of candidates presented to DB who are invited to interview	Shows candidate quality
Interview Success	Share of candidates receiving positive DB interview feedback	Measures position-candidate fit
Language Progress	Share of candidates reaching B1/B2 within the defined time	Shows success of the language program
Offer Acceptance Rate	Share of offered candidates who accept	Expectation management success
Process Completion Time	Time from first contact to contract / visa application	Measures channel speed
Candidate Loss Rate	Share of candidates who withdraw during the process	Shows quality of motivation and process management
Work Start Rate	Share of admitted candidates who actually start work	Final success of the channel

Channel B KPI Success Metrics

KPI Area	Metric	Target / Comment
Candidate Eligibility	Share of admitted candidates meeting immigration criteria	Shows pre-screening quality
Document Completion Rate	Share of candidates with complete recognition files	Indicator of operational discipline
Recognition Application Time	Time from candidate acceptance to recognition application	Measures process speed
Positive / Partial Recognition Rate	Share of applications receiving full or partial positive outcomes	Shows accuracy of candidate selection
Rejection Rate	Share of candidates receiving negative recognition results	Shows risky candidate selection
Language Success Rate	Share of candidates reaching B1/B2 level	Language preparation success
Germany Transition Rate	Share of candidates able to move to Germany after recognition process	Immigration process success
Missing Module Completion Rate	Share of candidates completing complementary trainings in Germany	Full-work transition success
Full-Time Work Transition Rate	Share of admitted candidates who start full-time work	Main success indicator of the channel
Total Duration	Time from candidate acceptance to full-time work start	Measures real channel efficiency

Channel C KPI Success Metrics

KPI Area	Metric	Target / Comment
Candidate Acquisition	Number of student candidates applying	Shows size of the source pool
Pre-Screening Success	Share of applicants accepted into the program	Measures selection quality
Language Success Rate	Share of candidates reaching the defined level	Success of German preparation program
Motivation Continuity	Share of candidates completing language process without dropping out	Indicator of long-term commitment
DB Acceptance Rate	Share of candidates accepted by DB for Ausbildung	Indicator of candidate-profile fit
Visa Success Rate	Share of visa applications with positive outcome	Quality of bureaucratic process
Ausbildung Start Rate	Share of candidates moving to Germany and starting Ausbildung	First major success indicator of the channel
First-Year Continuity Rate	Share of candidates completing the first Ausbildung year without leaving	Most critical sustainability indicator
Ausbildung Completion Rate	Share of candidates successfully completing the three-year training	Final success indicator of the channel
Employment Transition Rate	Share of candidates starting work at DB after Ausbildung	Measures long-term workforce contribution

04.S

Channel-based risks, mitigations, and success metrics

Comparative Summary

Risk and KPI Executive Summary

Channel	Main Risk	Main KPI	Success Logic
Channel A	Finding suitable engineer candidates and position fit	DB interview success + work start rate	Fast and targeted position closure
Channel B	Recognition result and complementary training need	Recognition success rate + transition to full-time work	Moving technical candidates to Fachkraft level
Channel C	Long-term motivation and Ausbildung continuity	Ausbildung start, continuity, and completion rate	Creating a sustainable Nachwuchs source for DB

Cross-Channel KPI Comparison

KPI Area	Channel A	Channel B	Channel C
Main Success Metric	Work start rate	Full-time work transition rate	Ausbildung completion and employment transition rate
Critical Early KPI	DB interview success rate	Recognition-ready file rate	Language training continuity rate
Main Risk KPI	Candidate loss rate	Recognition rejection / additional training rate	Ausbildung drop-out rate
Time KPI	First contact → work start duration	Candidate acceptance → full work duration	Candidate acceptance → Ausbildung start duration
Quality KPI	Position-candidate fit	Recognition result and training completion	Training success and institutional commitment
Strategic Value	Short-term position closure	Mid-term Fachkraft source	Long-term institution-specific workforce development

Overall Pipeline KPIs

KPI	Description
Total Pipeline Candidate Count	Total number of candidates admitted into the system
Active Candidate Rate	Share of candidates continuing without leaving the process
Channel-Based Conversion Rate	Share of candidates reaching the target outcome from start in channels A, B, and C
Average Process Duration	Time from start to target stage in each channel
Language Success Rate	Share of candidates reaching the target German level
Bureaucratic Success Rate	Positive outcome rate of visa, recognition, or training admission processes
Drop-out Rate	Share of candidates leaving the process
DB Acceptance Rate	Share of candidates positively assessed by DB
Work / Training Start Rate	Share of candidates actually starting work or Ausbildung in Germany
Long-Term Retention Rate	Share of candidates who moved to Germany and remain in the system after a defined period

POOL SIZE + GERMAN ROLE EQUIVALENCE + RECOGNITION

Supplyable Candidate Pools

05.A

[ Annual acquirable graduate talent flow ]

What can be supplied?

We classify Turkey's education pool by source category, annual capacity, German role counterpart, recognition status, and missing qualification path. This turns a broad candidate base into a manageable supply map for DB.

These figures show the new graduate quota entering the system each year, not the total reachable worker pool. The real accessible worker pool is larger.

1.540

Annual rail associate graduate flow / 40 institutions

7.773

Annual transferable associate graduate flow / 246 institutions

18.006

Annual transferable bachelor graduate flow / 721 institutions

15.683

Annual technical vocational graduate flow / 459 institutions

43.002

Annual acquirable new talent flow / 1,466 institutions

05.1

[ Turkish program / German counterpart matrix ]

Rail-specific associate programs

Closest source pool to DB rail roles. Strong rail context, but German authorization and missing modules still need file-based review.

Raylı Sistemler İşletmeciliği Programı

330

Associate · 14 Institutions · rayli sistemler bölümleri · Needs complementary training

Zugverkehrssteuerer

Raylı sistemlerde işletme, trafik, yük/yolcu taşımacılığı, mevzuat, emniyet ve operasyon planlama süreçlerinde çalışabilecek teknik personel yetiştirir.

Raylı Sistemler Elektrik ve Elektronik Programı

280

Associate · 6 Institutions · rayli sistemler bölümleri · Needs complementary training

Elektroniker:in

Raylı sistemlerde sinyalizasyon, haberleşme, elektronik devreler, PLC/otomasyon, bakım-onarım ve elektrik-elektronik arıza süreçlerinde yetkinlik kazandırır.

Raylı Sistemler Makine Teknolojisi Programı

400

Associate · 9 Institutions · rayli sistemler bölümleri · Needs complementary training

Industriemechaniker:in

Tren ve raylı sistem araçlarının mekanik, elektrik, pnömatik/hidrolik komponentlerini tanıma; bakım, onarım, test, arıza tespiti ve raporlama becerileri kazandırır.

Raylı Sistemler Makinistliği Programı

270

Associate · 5 Institutions · rayli sistemler bölümleri · Needs complementary training

Lokführer:in

Demiryolu ulaşımında görev alacak makinistlerin; güvenli sürüş, görev bilinci, operasyon kuralları ve çağdaş makinistlik uygulamaları konusunda yetişmesini hedefler.

Raylı Sistemler Yol Teknolojisi Programı

260

Associate · 6 Institutions · rayli sistemler bölümleri · Needs complementary training

Gleisbauer:in

Demiryolu altyapı/üstyapı, yol bakım-onarım, inşa, tasarım ve altyapı tesislerinin işletilmesi alanlarında teknik personel yetiştirir.

[ FILE-BASED HIRING / RECOGNITION CHECK ]

The matrix is a strategic map, not an automatic hiring decision. Each candidate file still needs diploma, transcript, internship, work experience, certificate, curriculum, German equivalence, and missing-module review.

05.2

[ Turkish program / German counterpart matrix ]

Transferable associate programs

Technical two-year programs with strong overlap for infrastructure, workshop, mechatronics, construction and field operations.

Mekatronik

3.003

Associate · 93 Institutions · transfer edilebilir meslekler · Needs complementary training

Mechatroniker:in

Otomasyon elemanları, makine elemanları, mekanik sistem tasarımı, hidrolik-pnömatik sistemler ve temel programlama/uygulama becerileri kazandırır.

İnşaat Teknolojisi

4.486

Associate · 143 Institutions · transfer edilebilir meslekler · Needs complementary training

Bautechniker:in

Yapı üretimi, şantiye uygulamaları, yapı malzemeleri, geoteknik, ulaştırma, yapı yönetimi, maliyet, ölçme ve proje destek süreçlerinde tekniker düzeyi yetkinlik kazandırır.

İş Makineleri Operatörlüğü

284

Associate · 10 Institutions · transfer edilebilir meslekler · Needs complementary training

Baugeräteführer:in

İş makinelerinin kullanımı, bakım-onarımı, arıza tespiti, teknik servis ve saha uygulamaları alanlarında operatör/tekniker düzeyi personel yetiştirir.

[ FILE-BASED HIRING / RECOGNITION CHECK ]

05.3

[ Turkish program / German counterpart matrix ]

Transferable bachelor programs

Engineering profiles with the clearest academic recognition route and high relevance for short-term technical hiring needs.

İnşaat Mühendisliği

8.213

Bachelor · 394 Institutions · transfer edilebilir meslekler · Full recognition

Bauingenieur:in

Yapı, geoteknik, hidrolik, ulaştırma ve yapım yönetimi alanlarında güvenli yapı/altyapı tasarımı, analiz, proje geliştirme, denetim ve uygulama sorumluluğu kazandırır.

Elektrik-Elektronik Mühendisliği

7.960

Bachelor · 258 Institutions · transfer edilebilir meslekler · Full recognition

Elektroingenieur:in / Ingenieur:in Elektrotechnik

Elektronik, devre-sistemler, kontrol, elektromanyetik, telekomünikasyon, elektrik makineleri ve güç sistemlerinde tasarım, analiz ve mühendislik çözümü üretme becerisi kazandırır.

Mekatronik Mühendisliği

1.833

Bachelor · 69 Institutions · transfer edilebilir meslekler · Full recognition

Ingenieur:in Mechatronik

Makine, elektrik-elektronik, bilgisayar ve kontrol disiplinlerini birleştirerek akıllı sistem, robotik, otomasyon ve yüksek hassasiyetli sistem tasarlama/geliştirme yetkinliği kazandırır. Sistem modelleme, sensör-aktüatör entegrasyonu, kontrol algoritmaları, PLC, gömülü sistemler ve veri analitiği konularında yetkinleşir. Takım çalışması, proje yönetimi, problem çözme ve teknik iletişim becerileri gelişir.

[ FILE-BASED HIRING / RECOGNITION CHECK ]

05.4

[ Turkish program / German counterpart matrix ]

Vocational high school technical pool

Large early-stage technical feeder pool. Candidates are not ready specialists; they are suitable for structured qualification and Ausbildung-style pathways.

ELEKTRİK-ELEKTRONİK TEKNOLOJİSİ ALANI

8.913

Vocational high school · 264 Institutions · transfer edilebilir meslekler · Needs complementary training

Elektroniker:in für Betriebstechnik

Elektrik tesisatı, pano, endüstriyel bakım, güvenlik, haberleşme, yüksek gerilim ve benzeri dallarda montaj, bakım, ölçme ve temel elektrik-elektronik uygulama becerileri kazandırır.

ENDÜSTRİYEL OTOMASYON TEKNOLOJİLERİ ALANI

1.812

Vocational high school · 45 Institutions · transfer edilebilir meslekler · Needs complementary training

Elektroniker:in für Automatisierungstechnik

Endüstriyel kontrol ve mekatronik dallarında PLC, mikrodenetleyici, sensör, ardışık kontrol, pnömatik-hidrolik, CNC ve fabrika otomasyonu uygulamalarına hazırlar.

İNŞAAT TEKNOLOJİSİ ALANI

738

Vocational high school · 21 Institutions · transfer edilebilir meslekler · Needs complementary training

Tiefbaufacharbeiter:in

Temel inşaat, yapı teknik resmi, betonarme/ahşap/çelik yapı, statik-mimari çizim, zemin-beton deneyleri, metraj ve maliyet uygulamalarında beceri kazandırır.

MAKİNE TEKNOLOJİSİ ALANI

2.784

Vocational high school · 92 Institutions · transfer edilebilir meslekler · Needs complementary training

Industriemechaniker:in

Teknik resim, CAD, temel imalat, CNC, kalıpçılık, makine bakım-onarım, hidrolik-pnömatik, CAD/CAM ve kalite kontrol uygulamalarına yönelik beceri kazandırır.

MOTORLU ARAÇLAR TEKNOLOJİSİ ALANI

726

Vocational high school · 24 Institutions · transfer edilebilir meslekler · Needs complementary training

Kfz-Mechatroniker:in

Otomotiv elektromekanik, iş makineleri, hidrolik-pnömatik, hareket kontrol sistemleri, servis, bakım-onarım ve araç teknolojisi uygulamalarında yetkinlik kazandırır.

RAYLI SİSTEMLER TEKNOLOJİSİ ALANI

500

Vocational high school · 10 Institutions · transfer edilebilir meslekler · Needs complementary training

Elektroniker:in, Mechatroniker:in, Gleisbauer:in

Raylı sistem elektrik-elektronik, inşaat, işletme, makine ve mekatronik dallarında sinyalizasyon, elektrifikasyon, altyapı/üstyapı, trafik, araç mekaniği ve PLC uygulamalarına hazırlar.

ULAŞTIRMA HİZMETLERİ ALANI

210

Vocational high school · 3 Institutions · transfer edilebilir meslekler · Needs complementary training

Kaufmann/-frau für Spedition und Logistikdienstleistung

Lojistik, depo yönetimi, dağıtım, taşıma modelleri, gümrük işlemleri, lojistik paket programları ve satın alma süreçlerinde uygulama becerileri kazandırır.

[ FILE-BASED HIRING / RECOGNITION CHECK ]

ADJACENT SOURCES + UNIVERSITY FEEDER MODEL

Long-Term & Complementary Sources

MEDIUM-LONG TERM // STRATEGIC

Pilot: University Partnership

The university partnership is not short-term graduate sourcing; it is a long-term preparation model for DB's future technical personnel needs. In the pilot, rail systems students are followed from their first year through German training, technical orientation, career awareness, and integration preparation for Germany.

60-80 Pilot Student Pool

10-15 Students / Department

A2→B2 German Level Target

1.SINIF Starting Phase

[ PROGRAM COMPONENTS ]

Hybrid model: university access + Azak/partner language training. Year 1 A2, year 2 B1-B2.
DB activity areas, German railway infrastructure, occupational safety, career paths.
Life in Germany, work culture, migration process, visa, residence preparation.

MEDIUM-TERM // INTERNATIONAL SOURCE

Qualified Workforce Source from Uzbekistan

Uzbekistan can be developed as an additional source market with young, work-ready candidates and technical learning capacity. The model prepares candidates through German training, vocational adaptation, documentation, and transition readiness for Germany.

Additional scalable candidate source outside Turkey
Preparation model can be steered by occupation group

STANDALONE OPTION // DRIVER SOURCE

Separate Hiring Channel for Truck and Bus Drivers

This is not a rail-transfer model. Truck and bus drivers should be treated as an independent hiring source for operations with driver demand.

Operational discipline
Certified driving background
Large vehicle operation experience

STANDALONE OPTION // GASTRONOMY

Gastronomy Channel for Chefs and Kitchen Profiles

If DB has needs in gastronomy, catering, station services, or connected service operations, cook and chef profiles can be prepared as a separate source channel.

Additional source independent from the technical rail pool
Fast-screenable profile group for service operations
Verifiable background through certificates and work experience

NEXT STEPS // PILOT PROJECT AND OPEN COMMUNICATION

Pilot Recommendation and Contact

Our Recommendation: Start with a Controlled Pilot Project

A limited-scope and measurable pilot project can test profile fit, German training, recognition processes, candidate commitment, and operational cooperation with real candidates.

Define priority positions and target profiles together
Connect candidate screening, training, and recognition processes to the pilot timeline
Evaluate pilot outcomes together against KPI, risk, and scalability criteria

Pilot Proposal (2026)

Q3 2026: Preparation and process design
Q4 2026: First cohort of 30–40 candidates
Channel A: 15–20 engineers
Channel B: 15–20 technicians

Purpose: validate candidate potential in Turkey, optimize the DB–Azak cooperation model, identify process pain points early, and evaluate the scalability of the concept.

You can contact us anytime with your questions

We would be glad to answer any questions about candidate profiles, recognition approach, pilot scope, implementation timeline, or any other part of this briefing.